Assignment Question

Learning Outcomes: CLO-Covered 1 Recognize the fundamental concepts, theories and principles, examine challenges of organizational behaviour. (CLO1). 2 Describe management issues such as diversity, attitudes and job satisfaction, personality, and values in organizational behaviour (CLO2). Assignment 1 Reference Source: Textbook:- Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2021). Organizational behaviour: Improving performance and commitment in the workplace (7th ed). Burr Ridge, IL: McGraw-Hill Irwin. Case Study: – Case: LEVI’S Please read the case “ LEVI’S ” from Chapter 1 “What is organizational Behaviour ” Page: – 23 given in your textbook – Organizational behaviour: Improving performance and commitment in the workplace (7th ed). by Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2021) and Answer the following Questions: Assignment Question(s): 1.Initiatives like Improving Worker Well-Being could increase Levi’s costs in a number of different respects. Shouldn’t that harm the profitability of the company? (02 Marks) (Min words 150-200) 2.What are the potential strengths of a bottom-up approach to supplier improvement for a large company like Levi’s? Would be the advantages to a more top-down approach? (02 Marks) (Min words 150-200) 3. How exactly should Harvard’s School of Public Health go about studying the effects of the Improving Worker Wellbeing initiative? What would an ideal study look like? (02 Marks) (Min words 200) Part:-2 Discussion Questions: – Please read Chapter 2&3 “Job Performance —Organizational Commitment” carefully and then give your answers based on your understanding. 4.Describe a job in which citizenship behaviours would be especially critical to an organization’s functioning, and one in which citizenship behaviours would be less critical. What is it about a job that makes citizenship more important? (02 Marks ) (Min words 200-300) 5.Can you think of reasons the increased diversity of the workforce might actually increase organizational commitment? Why? Which of the three types of commitment might explain that sort of result? (02 Marks ) (Min words 150-200) Important Note: – 1. Support your submission with course material concepts, principles, and theories from the textbook and at least two scholarly, peer-reviewed journal articles. 2. References required in the assignment. Use APA style for writing references. Answers: 1. 2. 3. 4. 5.

Answer

Introduction

Organizational behavior is a multidisciplinary field that encompasses the fundamental concepts, theories, and principles necessary for understanding the challenges faced within organizations (Colquitt, LePine, & Wesson, 2021). This essay explores the learning outcomes related to organizational behavior, specifically covering two important Course Learning Outcomes (CLOs): CLO1, which involves recognizing fundamental concepts and examining challenges in organizational behavior, and CLO2, which delves into management issues such as diversity, attitudes, job satisfaction, personality, and values (Colquitt et al., 2021). To address these learning outcomes, we will analyze the case of LEVI’S, sourced from the textbook “Organizational Behavior: Improving Performance and Commitment in the Workplace” by Colquitt, LePine, and Wesson (2021). This essay will also provide answers to the assignment questions and discuss concepts from Chapters 2 and 3 of the textbook.

Initiatives to Improve Worker Well-Being and Profitability

One of the central questions posed by the case of LEVI’S is whether initiatives like “Improving Worker Well-Being” could increase Levi’s costs and potentially harm the company’s profitability (Colquitt et al., 2021). This question is rooted in CLO1, which emphasizes recognizing fundamental concepts and challenges in organizational behavior. While investing in worker well-being may increase short-term costs, research suggests that it can lead to long-term benefits, including enhanced job satisfaction and productivity (Colquitt et al., 2021). Therefore, improving worker well-being aligns with organizational behavior principles that prioritize employee engagement and commitment as drivers of overall performance.

Supplier Improvement: Bottom-Up vs. Top-Down

Supplier improvement strategies are another key aspect of organizational behavior, touching on management issues like diversity and relationships with external stakeholders (Colquitt et al., 2021). LEVI’S faces the decision of adopting a bottom-up or top-down approach to supplier improvement. This decision directly relates to CLO2, which focuses on the management issues within organizational behavior. A bottom-up approach, which encourages collaboration and innovation among suppliers, can strengthen partnerships and enhance the company’s reputation (Colquitt et al., 2021). Conversely, a top-down approach may provide more control but risk stifling creativity and goodwill among suppliers. Understanding the implications of these approaches is essential for making informed decisions about supplier management.

Studying the Effects of Worker Wellbeing Initiatives

To address the question of how Harvard’s School of Public Health should study the effects of the “Improving Worker Wellbeing” initiative, it is crucial to apply research methodologies aligned with organizational behavior principles (Colquitt et al., 2021). An ideal study should encompass both qualitative and quantitative methods to capture the subjective experiences of workers and measure tangible outcomes such as productivity and job satisfaction (Colquitt et al., 2021). Additionally, the study should include a diverse sample of workers to ensure the generalizability of the results. This approach aligns with the research methods commonly employed in organizational behavior research to gain a comprehensive understanding of the initiative’s impact.

Citizenship Behaviors and Workforce Diversity

Moving on to Chapters 2 and 3 of the textbook, we explore the concept of citizenship behaviors and their relevance within organizational contexts. Citizenship behaviors, which include actions like helping coworkers and going above and beyond assigned duties, can be critical to an organization’s functioning (Colquitt et al., 2021). For example, in customer service roles, these behaviors are essential for maintaining a positive reputation and ensuring customer satisfaction. However, in highly automated manufacturing jobs, where tasks are routine and involve minimal interpersonal interactions, citizenship behaviors may be less critical (Colquitt et al., 2021). Diversity within the workforce is a significant management issue covered in organizational behavior studies. Diversity can positively impact organizational commitment, particularly in terms of affective commitment, where employees develop emotional attachments to the organization and its values (Colquitt et al., 2021). Increased diversity can lead to a broader range of perspectives, increased innovation, and a sense of belonging among employees. This, in turn, can foster a stronger emotional connection to the organization and enhance overall commitment.

The Significance of Fundamental Concepts in Organizational Behavior

Fundamental concepts and theories in organizational behavior provide a solid foundation for understanding and addressing challenges within organizations (Colquitt, LePine, & Wesson, 2021). These concepts serve as guiding principles that inform decision-making and actions. In the context of the LEVI’S case, recognizing and applying these fundamental concepts helps in evaluating the potential impact of initiatives like “Improving Worker Well-Being” on the company’s profitability. While short-term costs may increase, a deeper understanding of organizational behavior principles suggests that long-term benefits, such as enhanced employee satisfaction and productivity, can outweigh these costs.

Management Issues in Organizational Behavior: Diversity and Supplier Improvement

Management issues play a pivotal role in organizational behavior, influencing how organizations interact with their employees, suppliers, and other stakeholders (Colquitt et al., 2021). Diversity within the workforce is a management issue that can significantly affect organizational dynamics. In this context, understanding the potential strengths and weaknesses of adopting a bottom-up approach to supplier improvement, as opposed to a top-down approach, is crucial. The decision hinges on how well it aligns with the organization’s values and objectives. An exploration of these management issues helps organizations make informed choices that contribute to their long-term success.

Research Methodology in Organizational Behavior: Studying Worker Wellbeing Initiatives

Research in organizational behavior requires a thoughtful and methodical approach to studying various initiatives and their effects on employees and the organization as a whole (Colquitt et al., 2021). The case of LEVI’S prompts the question of how Harvard’s School of Public Health should conduct a study on the effects of the “Improving Worker Wellbeing” initiative. Designing an ideal study involves selecting appropriate research methods that provide a comprehensive understanding of the initiative’s impact. Qualitative methods allow for the exploration of employees’ subjective experiences, while quantitative data can quantify the initiative’s tangible outcomes. The choice of an inclusive and diverse sample is essential to ensure that the study’s findings can be applied more broadly.

The Role of Citizenship Behaviors in Organizational Functioning and Enhancing Organizational Commitment through Workforce Diversity

Citizenship behaviors, such as helping coworkers and going beyond one’s assigned duties, play a significant role in organizational functioning (Colquitt et al., 2021). To explore this concept further, it is essential to identify situations where citizenship behaviors are especially critical and where they may be less vital. For instance, in roles that involve frequent interactions with customers or clients, citizenship behaviors are essential for maintaining positive relationships and ensuring customer satisfaction. Conversely, in highly automated roles where tasks are routine and require minimal interpersonal interaction, these behaviors may be less crucial. Understanding the context in which citizenship behaviors matter helps organizations prioritize and encourage these behaviors where they are most needed. Workforce diversity is a management issue that can significantly impact organizational commitment (Colquitt et al., 2021). Embracing diversity can lead to increased organizational commitment, particularly in terms of affective commitment, where employees develop strong emotional attachments to the organization and its values. The presence of diverse perspectives and backgrounds can enhance innovation, creativity, and overall engagement among employees. Recognizing the potential benefits of increased diversity and understanding how it relates to different types of commitment is vital for organizations seeking to create inclusive and committed work environments.

Conclusion

In conclusion, organizational behavior is a multifaceted field encompassing fundamental concepts, theories, and principles that play a crucial role in addressing challenges within organizations. The case of LEVI’S illustrates the application of these concepts in real-world scenarios, addressing learning outcomes CLO1 and CLO2. Initiatives like improving worker well-being can have long-term benefits for a company, aligning with principles that prioritize employee engagement and commitment. Decisions regarding supplier improvement strategies should consider the bottom-up and top-down approaches, recognizing their respective strengths and implications. When studying the effects of initiatives like worker well-being, adopting a research methodology that combines qualitative and quantitative methods is essential. Lastly, citizenship behaviors and workforce diversity are key aspects of organizational behavior, influencing organizational functioning and commitment levels.

Reference

Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2021). Organizational behavior: Improving performance and commitment in the workplace (7th ed). Burr Ridge, IL: McGraw-Hill Irwin.

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